Make Feedback Work

Are your people growing—or just guessing?
Discover a simple framework to give feedback that lands, gets heard, and drives performance without crushing morale.

“The speed of feedback dictates the speed of success.” – Mike Clark
“Feedback is the breakfast of champions.” – Ken Blanchard

I've used both of these quotes often in training and blogs because they speak to the heart of performance. Recently, I shared 7 questions to elicit better feedback in weekly 1:1s. Today, here are 5 keys to make feedback truly effective.

1. Safety
Psychological safety is the foundation of effective feedback.
People need to know that you're addressing behaviours, not attacking identity. Set expectations early: feedback is part of growth. Safe cultures help people view feedback as opportunity, not criticism.

2. Speed
Feedback works best when it's timely. Deliver it as close to the event as possible—once emotions have settled.
A good prompt: “Is now a good time to give feedback on XYZ?”

3. Specific
Avoid generalisations. Share what you saw or experienced, using specific data points.
Be clear, avoid softening your message with too much padding, and seek to understand before being understood.

4. Success Criteria
Link your feedback to organisational values.
Praise when alignment is strong; redirect when it isn’t. Define what success looks like—this gives people a clear target to aim for.

5. Commitment
Ensure shared understanding.
A simple technique: ask the other person to reflect back what they heard. This helps confirm alignment and reinforces accountability.